Employees Manual Final

7/28/2019 Employees Manual Final

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Employees ManualCompany Staff Nurse



COMPANY POLICIESAND PROCEDURES ONEMPLOYMENT



Policy on Employee

Recruitment, Selection

The primary objective of theHuman Resource Department is to effectivelymanage Staff Nurse selection and placement

system through finding the rightNurse applicant to be part of the

Nursing Staff of the hospital.Further, the Company reserves the right

to hire, recruit, evaluate, train and appointqualified Nurse applicants for anyposition which might be required.

COMPANY POLICIES AND PROCEDURES ON EMPLOYMENT



Matrix on Employments StagesStages Status Wage Basis Effect

1st Stage Reliever(Clinical Staff) Daily Rate No Work, No Pay 2nd Stage Probationary Daily Rate No Work, No Pay 3rd Stage Regular Daily Daily Rate No Work, No Pay 4th Stage Regular Monthly Monthly Rate One (1) OFF duty is paid

1. All employees will pass through all the stages, except for position requiring a 4-year bachelor Degree with PRC License,

wherein after the 2nd stage, the employee will immediately beevaluated for the 4th stage.2. Maximum period for an employee in the 3rd stage to be

promoted to the 4th stage is two (2) years, provided that saidemployee pass the criteria for evaluation. When you pass andhave been promoted, the corresponding wage will

automatically be carried Adjusted.3. Criteria for the 3rd stage to 4th stage:

a. 3rd Stage (RD)•Educational Attainment

•Position and Responsibilities

•Performance Evaluation (work, attitude, efficiency, etc.)

•Review/Awareness of major hospital policies and procedures COMPANY POLICIES AND PROCEDURES ON EMPLOYMENT



PROCEDURES IN

RECRUITMENT, SELECTION,

PLACEMENT and HIRING



Staff Nurse Employee Selection

The Human Resource Officer and theChief Nurse jointly conduct the Selectionof Nurse applicant to fill-in the vacancy

thru from the candidates who submittedtheir applications.

PROCEDURES IN RECRUITMENT, SELECTION, PLACEMENT and HIRING



The following Hiring Process then takes place:

1. Hiring papers are prepared indicating:

– Condition of employment whether casual, probationary, regular

– Salary, and other benefits

2. Final approval by the Board of Directors/President of the company

3. Signing of the employment contract or appointment, to signify theStaff Nurse' acceptance of the stipulated conditions of theemployment

4. Accomplishing the permanent personnel records. (e.g. SSS, PHIC,and other forms required by the HR Office)

5. Notification to the payroll in-charge, Accounting Section and thedepartment/section where the employee will work.

6. After completing the paper requirements of the HR Department, the

new Staff Nurse employee is ready to undergo the orientation or induction program of the company.




HIRING PROCEDURES • Hiring of Registered Nurses

a) Submission of complete requirements and application address to theCompany Medical Director. Applicant must submit all the pre-employment requirements set by the Human Resource Department

b) Takes Qualifying Exam

c) Undergo screening and interview of applicants who passed theexamination

d) Reporting to duty as scheduled.

e) A nurse for future employment at The company must complete theThree- month Clinical Nurse Training Program.

f) After training, the Clinical Nurse Trainee (CNT) or the Volunteer Nursemay continue working as a Nurse Reliever for five (5) months

depending on the Clinical Nurse trainee’s performance evaluationand recommendation of the Head Nurse and Nurse Supervisor.




g.) Should there be an existing vacancy, the Nurse applicant mayberecommended for a Probationary Status for six (6) months, then to Regular Monthly I. All promotion depend on the result of the performance evaluation ofthe employee and upon recommendation of the Supervisor or the Head of the

area.• Pre-employment Requirements

All Staff Nurse applicants are required to complete the following

requirement for submission to the Human Resource Department.

Further, it is understood that all expenses in the processing of there

requirements are to be paid personally by the applicant:

• SSS Number (E1) copy * E4 Copy if married

• Tax Payer’s Identification Number (TIN) * Residence Certificate (latest)

• Police Clearance * Transcript of Records

• Diploma * 2 pieces 1x1 ID recent picture

• 2 pieces 2x2ID recent picture * Birth Certificate (NSO Authenticated)

• Marriage Contract (if married) * Birth Certificate of Children• Philhealth (PHIC) Number * PHIC Member's Data Record (MDR)

• Pag-ibig Number * PRC Number




Employment Conditions(Hospital Working Hours)



Matrix for the Official Hospital

Working Hours for Nurses

Shifting Hours

7:00am 3:00pm 3:00pm 11:00pm 11:00pm 7:00am

Employment Conditions (Hospital Working Hours)



STANDING POLICIES



A. Attendance and Punctuality

1. At the opening hour, all Staff Nurses are expected to be

actually performing assigned tasks.

2. An occasional tardiness due to unavoidable circumstances

is tolerable, however habitual tardiness will be subject to

suspension after all the warnings issued by the HRD based onemployee’s record reflected on the Attendance Record

and the Time Card.

3. The attendance record and records of tardiness are

reflected in the master file of attendance to be reviewedduring evaluation, thus, it is important on your part you

come on time for your work because your attendance and

punctuality will be considered in evaluating you for possible

promotion.

STANDING POLICIES



B. It is important to take note that Staff Nurses mustfollow the following policies during working hours andwhen inside the hospital premises.

1. The Hospital has the exclusive rights to rotate Staff Nurses ondifferent shift as maybe required to achieve optimumefficiency, as the need to rotate may arise.

2. Staff Nurses leaving their work station or the hospital premisesduring working hours must secure permission from their direct

supervisors.3. Employees on duty are prohibited to visit patients or co-

workers during office hours.

4. Unnecessary Loitering

• Staff Nurses are discouraged from loitering in restricted areasat all times so that traffic within the hospital premises will becontrolled and safety is secured.

• This anti-loitering policy must be observed specifically withinthe immediate radius near the following locations.

• Immediate area, alley near the ER Section, Labor Room, ICU

STANDING POLICIES



5. Exchange of Duty/Shift/Off Schedules

a) No change of duty will be made without written approvalof your Head/Supervisor and noted by the HumanResource Officer.

b) Change of duty must, at all time be file prior to thechange of duty date at the HRD Office so that it willrecorded and filed correctly.

6. Under-time

As a matter of policy, repeated under-time is

discouraged by the company. However, in cases where thereasons are valid and when considered to be emergency innature, then you may opt to file for an under-time from your work provided further that, you give prior written notice to your directSupervisor to be submitted at Human Resource Office.

STANDING POLICIES



7. Rest Period and Break time

• Staff Nurses are allowed to have 15 minute break for snack twice in aday, one (1) in the morning and one (1) in the afternoon. TheSupervisor or the Section Head is responsible in monitoring the break time activity of the employee.

a) Breaks are strictly for 15 minutes only. Employee taking longer breaks more than the 15 minute allotted will be charged for under-time.

b) An employee should not leave the working area or the Stationsunattended. If you want to go for snack, always make sure thatthere is at least one (1) person left to attend the work station.

c) The Supervisor must be notified if the employee will take a break outside.

d) Habitual violations of the breaks will be subjected to adisciplinary action.

e) Lunch break for straight duty personnel should be 30minutes only.

STANDING POLICIES



8. Reporting Procedure

a) Attendance timekeeping for all employees will be throughthe bundy clock machine.

9. Time Cards

a) An employee whose time card was not punched-inpersonally will be subjected to a disciplinary action.

b) Aside from the Human Resource Office, only the Supervisor will be allowed to make written notation on anemployee’s time card subject to the approval of the

Hospital Administrator c) All Nurse Trainees and Relievers must punched-in and

punch out for their attendance through the Bundy Clock prior to starting work and after work.

STANDING POLICIES



10. Employee Identification Cards

All Staff Nurses/employees regardless of status are required

to pin their IDs during working hours within the Hospital

premises specially when dealing with patients.

1. The ID should be pinned or worn with the front facingoutward so that you will be identified immediately by

the Security Personnel and avoid pinning your ID at the

waistline of your uniform or in any other parts except on

the upper part of your body where it can easily seen

and identified.

2. Staff Nurses not pinning their IDs while on duty will be

subjected to a disciplinary action.

STANDING POLICIES



C. Penalties for Violation on Company policies

on Card Identifications

The primary purpose of discipline is to correct employees short

comings, if possible, rather than to inflict punishment.

Matrix on Degrees of Offense and Disciplinary Actions

Degree of offense Corresponding Disciplinary Action

1st Offense Warning w/ Requirement to submit written

explanation

2nd Offense One (1) Day Suspension

3rd Offense Three (3) Days Suspension

STANDING POLICIES



D. Job Security

The Hospital recognizes and respectsemployee’s right to security of tenure as Guaranteeby the Philippine Constitution and mandated by theNew Labor of Philippines.

An employee maybe terminated fromemployment when such employee committed anoffense considered grave, dangerous anddetrimental to the operation of the hospital and its

occupants. Specific sanction and dismissal arespecified under the Hospital’s approved DisciplinaryActions.

STANDING POLICIES



E. Termination of employment

No Staff Nurse employee maybedismissed from work in this Company

without due process, without cause and

without exhausting legal means andprocedures. All employees are given thenecessary information and due process

prior to termination from employment.

STANDING POLICIES



F. Outside employment

Further, in recognition and support of personal economicadvancement of the employees, the company allows outside

employment provided that such activity will not in any waycause to disrupt, compromise and reduce productivity of the job

assigned or result to poor performance of the employee in

relation to the job required by the company.

• Outside employment of Staff Nurses is also allowed providedthat it will not affect the working schedule of the employee asa Staff Nurse

Employees who accept outside employment will not be eligiblefor paid sick or personal leave of absence when the absence is

used to work on the outside job or is the result of an injurysustained on the outside job.

Prior approval of the management must be obtained beforeundertaking such a commitment.

STANDING POLICIES



G. Orientation of Staff Nurses

STANDING POLICIES



Corporate Policy onOrientation of Employees



• All newly hired Staff Nurses will undergoorientation program to ensure that newly hired

employee will be able to adjust to theenvironment of the company and to the job as

well as the employee’s association in that job.

• The orientation activity is a joint responsibility of the HR Department and the Supervisor of the

new employee.

Corporate Policy on Orientation of Employees



1. Create in the new Staff Nurse employee a

favorable attitude and to adjust the newlyhired employee to the new environment

• HR staff will introduce you to the employees with whom youwill be working so that you can adjust to their practices,attitudes and peculiarities.

• You will be informed about the person you are responsible toand to whom you can go far whatever information or helpthat you may need.

• The company’s organization plan and the functional chart willbe explained to you and then you will be acquainted with the

company’s operation, product, and services this will give youan idea of your role in the particular department where youwill work.

• You will go on an informative tour of the hospital to enableyou to acquire a better knowledge of the entire companyand its organization set up. This will also help you familiarize

the location of the different department and offices.




2. Provide the New Staff Nurse employee thebasic information relative to the requirements

of the job

3. Acquaint employee with company policies,procedures and regulations pertaining to

discipline, safety, hours of work, benefits,

promotion, transfer and other related topic

4. Follow-up on Employee’s Performance




Training and

DevelopmentProgram



• The Training and Development Program for Staff Nursesaim to encourage you to continue your training and

development along the lines of your individual or groupspotentials and talent towards the enhancement of your

profession.• Staff Nurses will be responsible to improve yourself in order

to become more useful to the organization with the helpand guidance of your supervisor. Further, all training or improvement in knowledge and skill which you have

received whether inside and outside the company will berecorded as part of your personnel records (201 file).

Training and Development Program



Approvalofyourapplicationwillhoweverbesubjectedtothefollowingcriteria.

Criteria for Provision:

1. The program of development will help

in the attainment of the hospital’s

objectives.

2. The program will follow the present

development priority needs of the

hospital.

3. The program will be funded within thebudget set for each year.




Procedures

1. Requests for Employee’s training and Development

Assistance should be presented/submitted (in writing or in aform provided) to the Hospital Administrator thru the HumanResource Office stating clearly the objectives of the

program.

2. The training Officer at the advice of the Human ResourceOfficer with the Consultation with the Hospital Administrator will decide to recommend the program based on theexisting criteria.

3. The Hospital Administrator makes the final decision with thecontext of the company’s over -all development plan.




EMPLOYEE PERFORMANCE and

PROMOTION



Job Evaluation and Promotion TheperformanceEvaluationandpromotionCriteriapreparedbythe

Companyshowsemployeeclassesandpositions,wages,salariesandothersrelatedinformationaboutyourjob.Forpurposesofpromotionto

ahigherposition,thefollowingfactorsserveasparameters:

MatrixonJobEvaluationandPromotionCriteria

EMPLOYEE PERFORMANCE and PROMOTION

CRITERIA PERCENTILE

EFFICIENCY 50%

QUALIFICATION 25%

ATTITUDE 15%

SENIORITY 10%



1. EFFICIENCY is a demonstrative ability based on the qualityof service, initiative, ability to learn and reliability of thestaff (absences and tardiness records).

2. QUALIFICATION is the fitness of an applicant to a given job on account of the education background, work experiences, physical fitness and seminars and trainingsattended.

3. ATTITUDE is reflected in loyalty to the hospital, ability topositively influence fellow employees, and participationin social activities involving management andemployees.

4. SENIORITY is the strength of service an employee hadrendered to the hospital. This is a privilege status attained byan employee who has rendered service to the Hospital for quite a long time.

EMPLOYEE PERFORMANCE and PROMOTION



ABSENCE FROM WORK



LEAVE OF ABSENCES

Standing Policies on Filing Leave of Absences

• 1. The following Leave forms must be requestedand submitted to the HRD Office within 24 hoursupon filing or releasing of said forms.

a) Hospital Sick Leave

b) Hospital Vacation Leave

c) Exchange Shift/duty (EOS/EOD)

d) Overtime

e) Leave of Absence (LOA) Without Pay

ABSENCE FROM WORK



2. Take note that LOA without pay is applicable to Volunteers,Relievers, and Casual and Probationary employees only.

3. Absence les than seven (7) days must be filed three (3)before the intended leave. This is applicable for HVL (HospitalVacation Leave).

4. Absence les than seven (7) days must be filed three (7)before the intended leave. This is applicable for HVL (Hospital

Vacation Leave) only.

5. Always remember that for absences more than seven (7)days, a clearance must be accomplished and submittedto the Human Resource Office, except in emergency cases,wherein absences files the date of leave may be excused

6. For REGULAR EMPLOYEES, absence shall be charged toVacation Leave (VL) or Sick Leave (SL) credits

ABSENCE FROM WORK

8 Absent without Notification



ABSENCE FROM WORK

8. Absent without Notification

Absences without prior permission of either verbal/written fromyour direct Supervisor/Head or from the Human ResourceOfficer will be considered as Absent Without Notification.

9. Absent Without Leave (AWOL )

Continues absence without notification for 15 days is considered Absent without Leave (AWOL) and considered Resigned.

• In cases when employee is unable to secure and filed for leave of absence because of sudden sickened or if an

emergency case, leave form must be filed within 24 hoursupon resuming duty.

10. Reliever/Casual/Probationary employees are discouragedfrom incurring absences.

11. NO Leave of Absences (LOA) without Pay will be approvedunless the reason will be establish as emergency in natureotherwise is such absence is anticipated, then such absence willbe disapproved



ABSENCE FROM WORK

13. Exchange Duty/Shift/Off

• All exchange of duty/shift/off should have a specific andvalid reasons with recommending approval from the

immediate head or supervisor. All exchange of duty/shift/offmust be files ahead in an emergency case as determined bythe head or supervisor.

14. Hospital Vacation Leave (HVL)

a. This is a Company Benefits Leave of Absence.

b. All regular Staff Nurse are entitled to a 1.25 days

HOSPITAL VACATION LEAVE (HVL) every month or 15 days HVLaccrue for one (1) year. Additional HVL will be given toemployees with tenure of 10 years or more as follows:

c. All unused Hospital Vacation Leave will beconverted to its cash equivalent to be computed based on thepresent basic rate of the employee to be paid within two (2) tothree (3) days after the anniversary date of employment.



DISCLOSURE OF

COMPENSATIONAND BENEFITS



Pay Increase

1. Performance or Promotional Pay Increase is based onhow well a Staff Nurse employee performs the jobaccording to the periodic evaluation by theSupervisors, executive officers or Department Headsconcerned and shall be submitted to the Board ofDirectors for appropriate actions

2. General Pay Increase may be approved for aparticular period as adjustment to salaries or fringebenefits with its effectively set by the Board ofDirectors.

Any Government mandated increases in base pay or fringe benefits provision will be implemented as part of

such General Pay Increase

DISCLOSURE OF COMPENSATION AND BENEFITS



Procedure on Payment of Wagesand Salaries

1. Regular Staff Nurse Employee will be paidautomatically through their ATM Account.

2. Non-regular Nurse Employee (probationary,

Casual, and Reliever) will be paid throughthe Company Cashier.

3. Payment of wages to employee will bemade every fifteenth day and every end of

the month




Overtime, Rest and Holiday Pay

The following proper procedure must be followed infiling for a valid overtime. It is to be noted that non-compliance of this procedure would mean a disapprovalof the overtime

1. Overtime Slip must be approved by the Section Heador the Supervisor one (1) day before the intendedovertime. Overtime Slip must be forwarded to theHuman Resource Department, with therecommendation of the Supervisor for approvals ofthe Hospital Administrator.




Night Shift Differential or Pay

• Employees are entitled to an additional compensationof ten percent (10%) of the employees’ regular wagefor each hour of work performed between 10:00 pmand 6:00 am.

Matrix Showing the Approval Computation for Night Shift Differential


Approved Computation of Night Shift Differential

On an ordinary day 20% of Daily Hourly rate

On a rest day, special dayor regular holiday

30% of the daily hourly rate ona rest day, special day or regular holiday



Thirteenth (13th) Month Pay

• All employees will avail a Thirteenth (13th) Month Pay asprovided by law. In consideration to the economicdemands and need of the employee, the thirteenth

month pay is given in two payments which will bebefore the opening of the school year usually during

the month of May and the pay is given beforeChristmas Day.




Payroll Charges Consideration on Leave

of Absences, Overtime, Exchange Duties

• For information purposes, the cut-off date for payrolltransaction is every 5th and 20th day of the month.

• It is to be noted that, absences of Regular Employeesare not all chargeable to hospital vacation leave(HSL). Some are chargeable to SL and requiresmedical certificate from the company Physician.

• The following are the payroll considered:

1. Scheduled and un-scheduled overtime2. Working days of Regular Daily

3. Exchange Duties /Shift

4. Leave of Absence (HVL/HSL/LOA without pay)




Payroll Components

The following are the components that are included inyour payroll which are also complied regulation from theBIR, SSS, PHIC and Pag-Ibig Funds

Matrix Showing the Particulars


THE EARNINGS COLUMNS

INCLUDES:

THE DEDUCTIONS COLUMN

Basic Pay SSS Premium

Overtime PHIC

Night Shift Premium Withholding Tax

COLA Miscellaneous

Holiday Pay Cash Advances

Tenure of Allowance Hospital AccountsTransportation Allowances Pharmacy

Leaves Union Dues

Cooperative

Pag-ibig Premium loans

Marketing



WITHHOLDING TAX DEDUCTIONS

a) Deduction for the Withholding tax is scheduled every end of themonth. The specific amount varies according to an employee’s TaxCode.

b) TAX CODES FOR WITHHOLDING TAXES OF EMPLOYEESCOMPENSATION

• Z - Zero exemption-Employee with multiple employers simultaneously,with respect To second, third, etc., employer, and Employee who failsto file application for Registration (BIR Form No. 1902)

• S – Single, legally separated spouses / widow / widower or marriedindividual judicially decreed as legally separated with no qualifieddependents. His/her personal exemption is P50, 000.00.

• ME - Married employee who is not legally separated. His/her personalexemption is P50, 000.00. Married employee is further categorizedaccording to the number or dependents an employee has.




If His/her personal exemption is P25, 000.00 per dependent. The categories are:

• ME1 – Married employee with one qualifieddependent.

• ME2 - Married employee with two qualifieddependents.

• ME3 - Married employee with three qualifieddependents.

• ME4 - Married employee with four qualifieddependents.

c.) An employee will be covered from withholding Taxexemption after filing and completing the BIR Form1602 and 2305 wherein it reflects the number of his/herdependents in the gross earnings




SSS, PHIC and PAG-IBIGDEDUCTIONS

a) The contributions of employees are remittedmonthly to the SSS. Deduction are done on a

regularly basis from the earning of the employee

and at the same time the TDHI, as an employeemaintains its regular contribution.

b.) others SSS benefits not stated in this manual are

contained in the SSS brochure available at the HumanResources Section.




BENEFITS AND

SERVICES



SSS-SICKNESS Benefit

All Staff Nurses who paid at leastthree (3) monthly SSS- Premium

payments excluding the semester ofsickness can avail SSS sick leave

benefit.

BENEFITS AND SERVICES



Maternity Benefit

a) All female Staff Nurse employees who had paid at least three(3) monthly SSS Premium Payments excluding the semester ofpregnancy can also avail SSS Maternity Benefit, providedthey must notify the Human Resource Department within the

First Trimester of the pregnancy.

b) All female Staff Nurse employees are entitled to MaternityLeave of sixty (60) days on case normal delivery, abortion or miscarriage.

c) Seventy-eight (78) days in case of caesarean section delivery




PATERNITY Leave RA 8187

a) All married male Staff Nurses regardless of

employment status are entitled to paternity

leave of seven (7) days.

b) This paternity leave applies only to the first

four deliveries of the employee’s lawful wife

whom he is cohabiting.




SSS SICK-LEAVE

a) All Staff Nurse employees are members of

the Social Security System and may qualify

for benefits under the Social Security Law in

certain instances.

b) In case of maternity leave with pay is

exhausted and the employee concerned is

unfit to work, the Maternity Leave will beextended in the form of an SSS Sick Leave.




Vacation Leave (VL) a) This is a Company Benefit Leave of Absence.

b) All regular employees are entitled to a 1.25 days

VACATION LEAVE (VL) every month or 15 days VLaccrued for one (1) year.

c) During the employee’s anniversary date of

regular employment, the un-used VL and SL are

accumulated for cash Commutation. Filing for this request is coursed through the HRD.




Sick Leave (SL) a) This is a Company Benefit Leave of Absence.

b) All regular employees are entitled to a 1.25 daysSICK LEAVE or 15 days HSL accrued for on (1) year.

c) All unused Hospital Sick Leave converted to itscash equivalent computed based on the presentbasic rate of the employee to be paid within two

(2) to three (3) days after the anniversary date ofemployment.




RA 9710 (Magna

Carta for Women)a) Provision of leave benefits to qualified female Staff

Nurses employees who have undergone surgery

caused by gynecological disorder. ( for list ofdisorders covered, pls visit HRD Office.)




Free Annual Physical

Check-up a) All regular employees will avail of the Annual

Physical Check-up

b) Additional tests that are free to the annual physicalexamination are CBC and urinalysis. If an extra testis required, the approval of the Hospital

Administrator must be sought out first.




Employee Compensation

Program (ECC)

Employee can claim company benefit, only for work-related sickness, injuries or death.




Laboratory Services

a) Laboratory services to be availed by the employeewill be given a certain discount.

b) All laboratory examination ordered by theapproved Attending Physician for the employeewill be referred to the Hospital Laboratory.




Clothing Allowance

a) Regular Staff Nurses are provided with Clothing Allowance tobe given in full every anniversary date of employment of the

year and in the event an employee resigns whether before or after the employees anniversary date.

b) The coverage of the clothing allowance will be for thecoming year and in the event an employee resigns whether

before of after his/her anniversary date, she/he would giveback to the hospital the clothing allowance equivalent to theunused period from his/her resignation.




Educational Assistance

An educational assistance will be provided to aregular employee who has been on a regular status

for at least two (2) years and the intendedcourse/degree to be taken is related to his/her job

responsibilities




Cash Commutation/Monetization of un-used Leaves

All unused Sick Leave (SL) and Vacation

Leave (VL) will be converted to its cash

equivalent computed based on the present

basic rate of the employee to be paid within

two (2) to three (3) days after anniversary

date of employment.




First-Aid Provision

a) All employees regardless of status may avail the company’s First-aidtreatment when they need immediate relief from minor discomfort,pain such as headaches, stomach aches, minor wounds andlacerations.

b) If you need first-aid treatment, immediately seek approval from your head/supervisor.

c) When you received your approval, proceed immediately to the Out-Patient Department during regular business hours or to EmergencyRoom after 5 o’clock in the afternoon so that you will be examined bythe Resident Physician or attended to by the area staff nurses.

d) Secure the prescription and proceed to the Pharmacy Section for your medicines.

e) Take note that only the first dose is free and consecutive doses requiredin the prescription will automatically be credited to the pharmacyaccount of the employee.


Hospital Health and



Hospital Health andSafety



The hospital recognizes that various risks andhazardous condition are inherent in the health care

environment and that processes must beimplemented to reduce or eliminate these risks and

hazards.

Hospital Health and Safety

These processes include:

Fit t P f T k A i d



Fitness to Perform Task Assigned,Free from Communicable Disease

All employee are required to undergo MedicalClearance as part of the Pre-employment requirements and to undergo the same clearance

as part of the Annual Medical Examination of thefollowing to ensure that employees who will be

working in the hospital environment do not carrycommunicable disease that might cause to infect or

contaminate other employees and theenvironment.

a) Latest Chest X-Ray result

b) Latest CBC testc) Urinalysis

d) Stool Exam (if applying for the NICU position)

e) HBs Ag (if applying for an ICU position)


Provision of Personal



Provision of PersonalProtective Equipments

a) The hospital provides proper PPEs to be utilized byall staff when there is a reasonably anticipatedexposure to any patient’s bloody, body substance,non-intact skin mucous membranes and inchemical handling.

b) PPEs are utilized while providing care to patientswith epidemiologically important microorganism toreduce the opportunity for transmission ofpathogens and to reduce the risk of infection ofstaff, patients and maintain a safe and healthy

environment of care.c) Issuance of these PPEs is through the Nursing

Service Department.


Provision of Medicine as Prophylaxis to



Provision of Medicine as Prophylaxis to

Staff Expose to Communicable Disease(CD)

The hospital provides immediate response in case ofexposure to CD or in case of intensive close contact

(ex. Mouth-to-Mouth resuscitation, endotrachealintubation, endotracheal tube management,

sanctioning or IV Insertion) cases through immediateissuance of anti-microbial medicine as a prophylaxis.


Bio-Medical Waste Management on



g

Infectious, Pathological, Sharps,

Hazardous,

Chemo & Antineoplastic Wastes Management Program a) Employees are directed to consciously and responsibly

practices the clear guidelines on the proper management, segregation, disposal and handling of allbio-medical waste generated from all

Section/Units/Stations so that infection and hazard frominfection, needle and stick injury can be eliminated or reduced.

b) All Sections and Areas are provided with labeled trash-bins.

c) Throw plastics, bottles, cans and other non-

biodegradable to the “Non-biodegradable” labeled bin. d) Throw food remains from your meals, spoiled fruits or juices

in the “Bio-degradable” bin.

e) Avoid mixing your garbage in one bin.




Presence of Infection Control System• The presence of the Infection Control Committee assures

the safety and reduction or elimination of health in terms of infection originating from healthcare provider-to-patient

transfer of infection and other communicable diseases.• The ICC provides procedure guideline & Transmission-

Based Precautionsa) Standard Precautions & Transmission-based Precautions

b) Procedure on Prevention and Treatment of Needle stick Injuries

c) Personal Protective Equipment (PPEs)

d) Asepsis (Prevention of Health Care- Associated Pneumonia)e) Case Containment of Nosocomial Infections

f) Procedure on Proper Handling and Disposal of Needles and Sharps

g) Procedure on Asepsis (Prevention of catheter Associated Urinary TractInfections

h) Policy on cleaning, Disinfecting, Drying, Packaging, Sterilizing ofequipments, instruments and Supplies

i) Polices on Decontamination, Disinfection, Sterilization, Disinfectants, forSpecific Medical Equipment and Areas

j) Outbreak Investigation

k) Procedure on Asepsis (Prevention of Intravascular Infections)

l) Policy on Housekeeping Procedure in Specific Patient Areas




Anti-Smoking Zone

The hospital is a No smoking area. Anyemployee caught smoking in the

premises will be dealt with a

disciplinary action.




Employees Manual

Company Staff Nurse

THE END

Employees Manual Final

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Transcript of Employees Manual Final